Hannah Shaw Email and Phone Number

The People and Culture Resourcing Product Owner team was created to serve as an interlock between the Nationwide Technology areas and the Tech Resourcing team. The aim was to partner closely with the business areas to operationalise demand into a Resourcing Plan, identify risks and blockers to the buy strategy. The role evolved over time to provide a holistic overview of all Talent categories – internal, permanent, contingent (borrow) and emerging talent (build).Key responsibilities:• Providing senior resourcing point of contact to understand the businesses priorities and strategy to feed into Resourcing’s demand plan.• Drive efficiencies using innovative market insight and data by challenging and influencing resourcing decisions and mix.• Enable a successful and timely delivery of resourcing into the business.• Partner with newly formed Centres of Excellence within Nationwide Technology to launch demand and recruitment processes, career development opportunities and strategic workforce planning and strategies.• Utilise Design Thinking and Agile methodologies to support continuous improvement; provide external best practice into Tech and resourcing processes/initiatives and drive them through to implementation at pace.• Promote, influence and challenge the requirement to improve Inclusion and Diversity decisions and statistics within the business, using initiatives, market insight at the I&D Strategy through both internal and external hires.• Introduce forward thinking, educate on the available options and persuade business areas to ‘build’ their capabilities through the likes of graduate and apprentice opportunities.• Representation at Senior Leadership Team Boards to influence, improve demand/recruitment and D&I targets as well as educate on new initiatives and processes to assist them in achieving their strategic goals.• Production of Executive Reporting on behalf of Director of Resourcing.

Working within the business Insight and Analytics team, providing inspirational leadership to the Planning and Real Time functions (circa 15 FTE). Supporting an employee base located over multiple sites/countries of 1600 FTE in order to deliver an outstanding service to 3.6 million customers; generating 1.2 million all channel contacts per annum.Key responsibilities:- Business transformational change planning (currently working on a 3 year programme “Spring” migrating all 3.6 million customers into a new billing/CRM platform)- building and maintaining exceptional relationships with key stakeholders, challenging when necessary, to bridge the planning gap from programme into BAU.- Leadership of two teams within the function- providing operational grip by integrating best practice and efficient processes into the planning function to manage the end to end process and optimise supply and demand ensuring our customers receive the best possible experience.- Planning and management of internal customers and supported business functions including Customer Experience and Wholesale (incident) Operations, Outsourced Partners, Metering/Billing/ Collections, Back Office Operations (onshore and offshore), Complaints, Field Services, Credit Management and Transformation/Continuous Improvement.- Member of the Insight and Analytics Senior Leadership Team.

Resourcing Manager- Workforce Planning and Change Management: Mar 2016- Dec 2018PwC's Resource Management team allows the business to be agile, providing the right people for the right projects at the right time, across the whole firm. The team focusses on the deployment, scheduling and talent management of our client-facing staff as well as looking ahead and carrying out more strategic workforce planning. Jun 18-Dec 18• Lead Manager in Change Management Projects within the SE Region- covering both national and regional initiatives involving circa 1000 FTE over both Tax and Assurance businesses covering the end to end lifecycle from scoping though to adoption and BAU.• Strategic level workforce planning and senior level portfolio management.• Team Learning and Development Lead.Mar 2016- Jun 2016• Working closely with the business and the existing Resource Management team to support the firm's strategy around the agility and mobility of our people and the firm’s people agenda.• Ensuring the business needs are delivered in an efficient manner at all times by optimising the strategic allocation of work and deployment of circa 800 FTE to maximise profitability in conjunction with personal development plans and individuals’ wellbeing.• Engaging in resource change management projects aligned to the resourcing vision.• People Manager for 6 x team members including induction, coaching, career development advice, succession planning and having responsibility for interim and year end performance reviews• Demonstrating an excellent knowledge of the business; being proactive in relation to the supply and demand challenges of the business - i.e. busy periods, recurring business, etc.• Producing accurate and commercially focused Management Information (MI) for the business unit / Resource Management function, identifying trends / key risks.• Engaging with the Partner and Director group to understand their priorities, both on a local office and regional level.

• Solely set up formal HR support function for small firm of circa 15 FTE, regularly advised Directors on solutions/people management and plans, engaged with stakeholders and employees to support change process.• Individually created Company Handbook, researching UK Employment Law, writing all policies and procedures, engaging with stakeholders and clients to streamline business effectiveness.• Initiated formal appraisal system and training plan. Coached line managers on developing staff, mentored when needed and gave structure to staff reporting. From this process, carried out training needs analysis and created formal training plan in line with professional development and business need.• Led recruitment process including agreeing recruitment fee/contracts with external agency, drafting job descriptions, assessment process and interviewing. Led internal induction process.• Introduced and initiated Flextime policy; adding a ‘benefit’ to employees at no cost to the company improving staff morale and working conditions supporting retention strategy.

Business development case to work with small business, through the use of solid business strategy, marketing plan, financial planning/budgeting and using local funding opportunities to enterprise a successful retail establishment whilst studying for CIPD qualification, making a 20% profit on business sale.

Working alongside key stakeholders within the primary education sector to implement and facilitate the effecting use of government funding for Physical Education within schools.Worked with head teachers in the region to develop grass route sports initiatives within primary schools requiring excellent understanding of client needs and ability to communicate on their level.Facilitation through coordination, engagement and communication with all National Sporting Bodies involvement with sporting programmes in schools. Ability to influence school leadership teams to use certain products and schemes to improve the standard of physical education and opportunities for students.

• Managed teams of upto 40 personnel for nearly a decade, including overseeing career progression, performance management, administrative care and welfare issues.• Headed up or acted as a senior team planner resulting in delivery of vital logistical support within crucial timelines and limited resources. • Worked towards and met numerous targets set by hierarchy within the Army. Included the reduction of initial injuries during initial soldier training through pilot scheme.• Qualified as Military Trainer and led numerous groups of upto 6 other members of training staff; managing and working as a team towards achieving key performance indicators in a training pipe line organisation.• Chosen to undertake a degree whilst serving, balancing a 3 year full time science degree whilst running large elements of a training programme for future technical Army Officers.

Specifically selected from her peers as a role model and lead Officer to run a 'trial' training course for female recruits due to start training in order to better prepare them, both mentally and physically, for the rigours they might face. From the course planning right through to delivery and evaluation, the course gained an excellent and highly successful result. Deemed a complete success with statistics showing a reduction in injury/drop out through training, it was rolled out nationally and is still in place to this day.